In my decades of working with employees and clients, I’ve found that there’s a lot of confusion and fear that goes along with “being held accountable.” I’d like to address those concerns so that you can embrace accountability and achieve both your personal and professional goals with ease.
When I work with a new client, we first establish clear definitions of key terms. This ensures that all parties share the same perspective and understanding when addressing issues.
The definition of accountability I’ve used in the past is “doing what you say you will do in a stated time frame.”
So part of the fear is, “what if I can’t finish what I promised on time?” Believe me, I understand because I’ve faced that same worry many times myself.
Because unforeseen problems may arise that make it impossible to meet your goals in the specified time frame. And that’s why I’ve amended my definition of accountability to “making the most amount of progress toward the goal you specified in the agreed time.”
If I define what I’ll do and when I’ll do it, I’m more likely to make progress, even if it’s not entirely finished. And progress moves the needle toward completion every time.
Accountability separates the wishers in life from the action-takers that care enough about their future to account for their daily actions.
To foster a culture of accountability, consider these three tips:
Embrace Flexibility in Goal-setting:
Define clear objectives, but allow for adaptability. Rigid deadlines may not always lead to the best outcomes. It’s essential to value the progress made toward goals, not just their completion. This approach accommodates unforeseen challenges and emphasizes continuous improvement over perfection. (For more on this, see this article in Harvard Business Review)
Prioritize Transparency in Communication and Implement Constructive Feedback loops:
Cultivate an environment where open dialogue about goals, progress, and challenges is standard. Encourage employees to share their honest thoughts and concerns without worrying about harsh criticism. Develop a system to regularly and constructively provide feedback. This system should focus on progress towards goals rather than binary success or failure. Acknowledging achievements and analyzing setbacks reinforces a positive accountability culture. (For more on this, see this article in Forbes)
Focus on Lead metrics vs Lag metrics:
Define clear objectives, but allow for adaptability. Rigid deadlines may not always lead to the best outcomes. It’s essential to value the progress made toward goals, not just their completion. This approach accommodates unforeseen challenges and emphasizes continuous improvement over perfection. (For more on this, see this article in Harvard Business Review)
Accountability shouldn’t be a source of fear, but a pathway to growth and achievement. To achieve success, we need to redefine accountability, embrace flexibility, and encourage constructive feedback.
I advocate for a new paradigm of accountability—one of progress, adaptability, and focused actions. When we commit to these practices, we can achieve sustainable growth and measurable success within our organizations.
Not getting the results you want in your business?
A little about me:
I am a Business Growth Strategist who works with entrepreneurs and leaders of high-growth companies to break through plateaus, exploit and capitalize on the biggest growth opportunities in their businesses, and navigate the challenges that come along with rapid growth.
Having held multiple executive-level sales and leadership positions with responsibility for more than $100 million in revenue and overseeing teams of 100+ has enabled me to help my clients double revenue, increase profitability, and maximize their teams’ full potential.
Book a complimentary consultation here to learn more about the ways I can help your business.